Teal Organizational Paradigm

What we encounter as the worldwide norm in organizations today, is not what we will see in the future. It will be changing…

Our world is turning Teal, one organization at a time.

 

And we’re excited to be in the thick of the transformation! 

Whatever we do at Cultural Strategies, LLC, we do in service of helping our clients make the changes they need for their future in the next business paradigm. We’ve partnered with other Teal coaching and consulting organizations worldwide to bring this new way of working to life. 

Frederic Laloux’s book, Reinventing Organizations, was the bellwether call that has resounded in a corresponding global movement.

“Teal” is the color that Laloux selected for the next stage of organizational business models. World experts in today’s human development philosophies think we are only 8 – 15 years away from the 10% Tipping Point where organizations in the world’s most developed nations will accept and move into the new organizational structure. 

How to get our organizations ready for this change is what we are passionate about.

 

3 Breakthroughs for Teal Organizations Square

 

We specialize in Tenets 1 (Self-Managed Teams) and 3 (Evolutionary Purpose) of Teal Organizations. But Margaret also writes about Human Wholeness (Tenet 2) on LinkedIn. Click here to connect with or follow Margaret on LinkedIn.

Why You Might Like Teal Paradigm For Your Organization

Word Art 1 Teal JPEG

Now, you can take solid steps to capture Teal principles inside your organization

We have a common language and a set of steps we can use to bring this new paradigm to life inside your existing organization.

Our world’s philosophies are changing and Teal organizations are the start of addressing these same philosophical changes inside our world’s businesses and nonprofits.

Marrying Abraham Maslow’s 1940s’ Hierarchy of Needs, Clare Grave’s 1950s Spiral Dynamics, and Ken Wilber’s 1970s-2010s Integral Theory, Teal Organizations are “2nd Tier Organizations” that mirror “2nd Tier Thinking” described in Wilber’s Integral Theory.

2nd Tier Thinking in philosophy says that your mindset is correct for you and mine is correct for me; our mindsets aren’t mutually exclusive of each other. And we don’t have to force our mindsets on each other to be able to find ways of working together. In fact, quite the opposite has been found – there is added richness and diversity of thought when our mindsets are different. We learn how to work together even better.

2nd Tier Organizations move more fluidly and more independently in decision-making and problem-solving, while making extensive use of every person’s genius inside the organization. They are sometimes referred to as “Middle Management-Less Organizations” because the teams inside the organization work autonomously, freeing up valuable resources and making better and faster decisions in real-time.

We are your Guides and Partners in “Turning Teal.”

We help organizations discover Teal Organizational Paradigm, walking with them into their own discoveries and new futures.

Here’s how we work to help you to bring Teal into your organization:

  1. We help you understand the concepts.
  2. Encourage you to start to think differently – what might you want to change first?
  3. Discover which Tenet to work inside first. One is not any better than another; they are only different.
  4. We help you intuit the steps forward on this portion of your journey by guiding your exploration.
  5. We help you learn how to “hold the Teal Space Open” for your evolution.
  6. Offer Teal coaching and consulting, and guide your path along the way.

This is your path, not anyone else’s. 

We help you and your teams take your first steps inside this next generation of organizational evolution.

It takes time to make changes inside your organization – we help you intuit your way forward. 

Let’s discuss – we know you have questions. We hope you do!

A Brief History of Reinventing Organizations


Author: Frederic Laloux, 2021 Thinkers50 Index – Laloux @ #33 in 2021 Ranking/#39 in 2019 Ranking

Published: 2014, Self-Published with no PR

Research: Three years of intense, global research and meta-analysis

Copies Sold: 800,000+ (Nonfiction books selling 10,000 copies during their lifetime are considered successful; RO is Mega-Successful)

Translations: Voluntarily translated into 19 languages

Spread By: Word of Mouth, no PR

Thought of As: The most influential management book of the last decade

Organizational Shifts: From: What is broken? To: What are the possibilities?

Organizations Researched: 12 nonprofit and for profit Organizations walked Laloux through their own journeys

Employees in Each Organization: 100 minimum to 40,000+

Organization Countries: Global/Multinational, France, Germany, The Netherlands, United States

In Laloux’s book, the evolution of the organization substantially exhibits the same tendencies as the evolution of the human race. Even if there are slight dips in the evolution of the human race, we continue to hope that the overall trajectory of ourselves as human beings is upward. This book offers a mirrored look into our combined futures. It matches our organizational changes to the stages of human consciousness and development.

From the reigning paradigms of business to those things that we truly yearn for, we search for the next form that gives better meaning to our evolution. Yet each paradigm has a small, significant piece of the next evolution already within them – the hint – the taste of things to come.

As the ultimate Paradigm Guru, Joel Barker states: “Your successful past will block your visions of the future.” And “The past guarantees you nothing in the future if the rules change.”

The rules are changing. There is room for more Human-Centricity. Evolving our organizations for these changes is a step forward for humankind.

Our world craves more from business than enterprise management, human resource management, and management systems.

It craves empathy, wholeness, work that liberates us, and has meaning.

We can have this change in our own organizations, now. But it takes courageous leaders to take that first step. Are you one of them?

We want to work with you to create your organization of the future!